If you think any policy is being violated, or if you question the ethics, you have several options:
- Discuss the issue with your supervisor
- Discuss the issue with another supervisor
- Contact the HR
All reports (formal or informal) made to a manager or executive should be promptly escalated to HR. HR will then review the report thoroughly to determine if an investigation is warranted
Investigations in case of violation of Code of Conduct
Investigation Process
If the HR has determined it appropriate, WisdmLabs will promptly initiate an investigation into all possible violations of law and/or WisdmLabs policy.
WisdmLabs expects all employees and contractors to cooperate fully and candidly in investigations.
Investigation Timeline
WisdmLabs will make all reasonable efforts to initiate an investigation into the allegation(s) and conclude the investigation in a timely fashion. Depending on the type of investigation the steps and timeline for each investigation will vary.
Investigation Findings
The investigation findings will be reported back to HR. Based on the investigation findings, HR will make a determination as to whether the allegation(s) were found unfounded or inconclusive. This determination will be documented in writing and made part of the investigation report.
The determinations are as follows:
- Violation Found: Where a violation of WisdmLabs policies, workplace rules, or law is found to have occurred, HR will review the findings and make a recommendation for corrective action to the executive leader of the accused’s reporting line. Together, the HR and the business unit will determine the proper corrective action. If the accused is a member of the executive team then HR will confer with the Founder. Once corrective action has been determined, the accused will be notified of the finding and of the specific corrective actions to be taken. The accused employee’s manager will also be notified if appropriate
- No Violation Found: In this situation, the complainant (if known) and the accused should be notified that WisdmLabs investigated the allegation(s) and found that the evidence did not support the claim.
- Inconclusive investigation: In some cases, the evidence may not conclusively indicate whether the allegation(s) was founded or unfounded. If such a situation occurs, the complainant (if known) and the accused will be notified that a thorough investigation was conducted, but WisdmLabs was unable to establish the truth or falsity of the allegation(s).
FORM OF ACKNOWLEDGMENT OF RECEIPT OF CODE OF CONDUCT AND ETHICS
I have received and read the Company’s Code of Conduct and Ethics. I have understood the standards and policies contained in the Company Code of Conduct and Ethics and acknowledge that there may be additional policies or laws specific to my job and/or the location of my posting.
I further agree to follow the values of the Company in all that I do and comply with the Company Code of Conduct and Ethics.
If I have questions concerning the meaning or application of the Company Code of Conduct and Ethics, any Company policies, or the legal and regulatory
requirements applicable to my job, I know I can consult my manager or the Human Resources Department, knowing that my questions or reports to these sources will be maintained in confidence.
| Employee Name | Signature |
| Employee Number | Date |
Note: Please sign and return this form to the Human Resources Department.
WisdmLabs